We know business and workers need to do their bit to manage and slow the spread of COVID-19. Every business should: have a COVIDSafe plan; provide hand sanitiser; regularly clean high-touch surfaces; comply with rules regarding vaccination; ensure staff wear face masks where required; and use QR codes. In addition, some businesses must conduct COVID-19 surveillance tests and some are recommended to implement a testing scheme.

The Victorian Chamber is delighted to extend an invitation to our members and clients to participate in a design workshop to help identify innovative and practical education approaches to improve equality in the workplace.

The Fair Work Commission has confirmed a company’s rejected request for an employee to return to full-time hours was consistent with the Small Business Fair Dismissal Code and did not warrant an unfair dismissal.

The Fair Work Commission has refused to award compensation to a hotel worker who would not agree to a temporary reduction in hours, despite finding that she was unlawfully stood down. The Commission maintained she failed to “share the burden of the pandemic.”

As many businesses continue to grapple with the complex laws around wages, mistakes can easily be made and quickly add up to substantial underpayments.

There has been a substantial increase in staff turnover around the world as restrictions ease and employees have been able to return to the workplace. Here are some simple tips to help ensure your business can adapt and tackle the great resignation head on.

The Fair Work Commission has upheld the CFMMEU’s challenge to BHP’s Site Access Requirement rendering a mandatory vaccination requirement unlawful and unreasonable.

On 1 July this year, WorkSafe Victoria introduced provisional payments to provide better support for workers with a mental injury. Eligible workers and volunteers who submit a mental injury claim can now access provisional payments for reasonable treatment and services while their claim is being determined.

The beginning of the year is the ideal opportunity to reassess your HR documentation and organisational strategy. This can include employment contracts, resetting expectations about standards of behaviour and revising working arrangements. In 2022, be proactive and confident to recast your existing approach with a new strategy.